How To Answer 5 Of The Most Common Interview Questions

How To Answer 5 Of The Most Common Interview Questions

by | Mar 21, 2016 | Career

To even have a chance at getting a restaurant or hospitality job, acing the interview is a must, and that requires at least some preparation. While you can’t anticipate answers to every question asked, there are some interview questions that nearly every restaurant and hospitality job seeker will face. These are also some of the most difficult questions to answer, and that’s why planning strong responses can drastically increase your chances of nailing the interview and ultimately landing the job.

What is your biggest strength?

A good place to start when planning your answer to this question is by asking yourself: in which aspect of the job am I most confident and which do I enjoy the most? The skill or responsibility that answers both questions makes for a great response because it’s genuine.

A general rule of thumb that applies to this question in particular is that the interview is not the time to be modest. A manager can only have as much confidence in an applicant as the applicant has in his or herself.

Selling oneself by emphasizing strengths as strongly as possible is key here.

Remember, though, that while embellishment is to be expected and perhaps even recommended in situations where experience is lacking, telling outright lies is ill-advised. Not only will getting caught cause others to question your moral compass, but it will likely land you in a position for which you are unprepared.

What is your biggest weakness?

Do not answer this question without careful thought; the person asking is a potential employer, not a therapist. Plus, a wise candidate will turn this into yet another opportunity to highlight his or her strengths.

A good example would be something like taking on more shifts than desired in a past position because it describes a person who will work to the point of exhaustion in order to avoid letting down his or her team. A good quality in the end.

Again, be as genuine as possible when answering this question because chances are your interviewer has heard it all, or said it all. So, if you’re lying your pants off, it will most definitely show. PRO-TIP: if you can’t think of anything, ask a coworker what they think you could work on and take it from there.

What is your favorite part of the job?

When answering this question, take the opportunity to illustrate to the interviewer that you know the ins and outs of the job and the industry culture. An easy way to do this is by using the jargon and slang that you would typically here around the workplace.

This question also provides an opportunity to express what it is about working in a restaurant or service establishment that makes it where you want to be, rather than where you have to be. Whether it’s getting to work with all types of people, facing a different challenge every day or something that’s unique to you, it’s worth sharing.

Go a step further by relating your answer to the business for which you’re interviewing.

For example, if you’re interviewing for server position and your favorite part of the job is giving customers recommendations, add that this job in particular is exciting because of the variety of dishes on the menu. This shows motivation and dedication.

What is your least favorite?

While this is not the time to air grievances, either about past employers or the industry itself, a successful candidate must not fall into the trap of saying that there is nothing that he or she does not like about the job.

While this would be ideal if true, in a perfect world, it is simply not possible and will sound as disingenuous as it is. Answering with an aspect of the job that everyone universally dislikes is a better move. It will ring true and serve the additional purpose of making you relatable to the interviewer.

One possibility? Griping about bad tips. Just be sure to express the understanding that it comes with the territory and be sure to mention that you wouldn’t let it affect your performance.

Why would you make a good addition to the team?

Working in the restaurant and hospitality business is always a team effort, no matter how you slice it because, in the end, all that matters is the experience of the customer or guest. Making this experience a positive one depends not only on your performance but also on the performance of your coworkers.

That said, being a good addition to a team ultimately means that you’re doing what you can to support it.

With this in mind, a winning answer doesn’t have to be overly complicated, it just has to emphasize the fact that you’re willing to be helpful. A wise way to express this is by stressing your readiness to help co-workers without no need of extra incentives; that it’s part of the job to do whatever you can to help the team.

 

Planning is just half of the battle, though; you also need practice…

Have a friend or family member conduct a mock interview that includes the above questions in the days leading up to the real interview. This will help to work out any kinks in responses and to avoid awkward pauses or excessive use of filler words. Plus, it will boost your confidence, giving you a leg up on the competition!

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5 Interviewing Tips for Smart Hiring in the Hospitality Business

5 Interviewing Tips for Smart Hiring in the Hospitality Business

by | Mar 9, 2016 | Business Toolkit, Management

The world is saturated with advice for job seekers in the hospitality industry about how to come out of interviews ahead when seeking new employment, and as any manager who has held more than one round of interviews can confess, that shows. However, smooth talk and instant likability during the interview don’t always translate to the workplace. So how can management see past the shine to choose the best possible person for a position? We’ve got the answer…

Here are five tips for smart hiring in the hospitality business:

 

Determine whether or not the candidate has done his or her research

Hiring managers often begin an interview by telling the candidate about the business, both its history and current positioning in the industry. Instead of going traditional, break the mold and ask the candidate to explain what he or she knows about the company.

Candidates who have put in the extra work to learn as much as possible about the company prior to the interview are more likely to go above and beyond when it comes to time to work. Not to mention, it’s a good sign that the candidate is interested in actually working for you and not just finding a job.

Ask interview questions about job-specific tasks

Hospitality is sometimes unpredictable, so it’s essential for employees to show overall good judgement, quick decision-making, and flexibility. However, a large portion of any hospitality job is predictable, which allows you to get a glimpse at how candidates would approach their daily tasks.

Start by asking general questions that touch on part of the position for which the candidate is interviewing. After a few of these, move on to more specific questions having to do with the same topic.

You’re not only testing their ability to handle the job, but also their sincerity by opening up the opportunity for inconsistent answers.

For example, part of a general manager position is firing employees, so start by asking questions about handling conflict in the workplace. Then transition to specific questions about firing responsibilities and handling confrontation.

If a candidate is either unable to answer your questions or inconsistent in their responses, it’s unlikely they’ll thrive in the position.

Test the candidate’s industry knowledge

Even the most experienced interviewers can’t weed out all unqualified candidates solely based on resumes, so count on some slipping through the cracks. Most often, these are enterprising problem solvers desperate for any job at all who have no prior experience in hospitality.

Thankfully eliminating these candidates can be as simple as quickly quizzing each person who sits in the interviewee chair on basic industry knowledge.

For example, nearly anyone will be able to explain what a server does during service, so skip to what’s behind-the-scenes. Ask about the post-service tasks to gain decidedly more insight about the candidate’s true level of industry know-how.Discuss industry trends

 

Discuss industry trends

Another type of candidate to look out for is the person who does have industry experience and is qualified, but who does not want a career therein for the long-term. While it may be more difficult to ascertain this than other factors, it’s an important piece of information. So how to tell?

A candidate who is serious about a successful future in the hospitality industry should be able to speak about current trends and latest news.

Ask which of latest industry innovations he or she is most excited about. But don’t stop there. Also inquire about what trade publications or events the candidate has found to be the most and least helpful in his or her career and which connections have been the most fruitful.

Someone who is unable even to name a trade magazine, for example, probably does not view hospitality as his or her permanent field. Finding this out now will save the company time and money on repeating the hiring and training processes in the future.

Ask Other Staff For Impressions

It is natural that every job candidate do his or her best to make an excellent impression during the actual interview. However, good behavior doesn’t always extend to the waiting room or with other employees not conducting the interview.

Asking other staff members who had a chance to interact with candidates before or after the interview can therefore provide valuable insight. This alternate perspective can reveal what would otherwise remain unknown and lead to more informed hiring decisions.

 

It is never possible to completely eliminate the risk of hiring someone who turns out to be ill-suited in the long-run. But, by following the tips above, every hiring manager can make the most of his or her time with each candidate and increase the likelihood of choosing the best possible person for the job.

 

Hiring for restaurants, retail or hospitality?

Post your open jobs on Sirvo to access top talent and streamline hiring.

 

 

Why Confidence Is Key To A Successful Job Search

Why Confidence Is Key To A Successful Job Search

by | Dec 21, 2015 | Career

Confidence plays a huge role in the success of your job search – don’t underestimate its value. You could be sabotaging your success because of the way you feel about yourself.

Something to consider:

If you don’t believe in yourself or at least believe that you have something to offer, how can you expect someone else to believe in you during a job interview?

I just gave a presentation about the importance of trying to remain confident during the oftentimes unpleasant task of finding a job. The audience was interested in part because I’m so fascinating (that’s an example of crossing the line from confidence to arrogance, by the way – and something you DON’T want to do).

But I think the main reasons for audience interest were because most of us have felt shaky during our job search plus the research that’s now been done around the importance of confidence is compelling.

Olivia Fox Cabane is an executive coach who has written about and given presentations on the effects of negative thinking.

Research has shown that when you’re not feeling good about yourself your sympathetic nervous system is directly affected.

For those of us who’ve forgotten what this part of the body does (like me): that’s the system that’s in charge of “fight or flight.” In other words, your reaction could be “I’ll stay” versus “Get-me-out-of-here NOW.”

Self-doubt and self-criticism kill confidence.

And even more significantly, these feelings lead to a collapse of our sympathetic nervous system.  By collapse I mean you’re in the get-me-out-of-here mode. When this happens you can’t think straight, respond well, or listen well.

Imagine the effect that has on how you present yourself in a job interview. Not so great.

This is powerful information and shows the importance of doing whatever you can to feel good about yourself and avoid negative self-talk – especially just before a job interview.

If you don’t get this under control, you are sabotaging yourself. So here are three things you can work on to boost your confidence.

  1. Know your material backwards and forwards. For job seekers, be clear about the value you offer an employer. Then tailor your conversation during your interview to highlight the skills/experience you have that are most relevant to that employer. Practice what you will say during your interview. The more you practice, the more confident you will be, leading to a stronger interview.
  1. Don’t always believe what you think – it’s not necessarily right, and worse, if it’s a negative thought, you’rethe one who will suffer the consequences. Have you heard the expression about one’s mind being a bad neighborhood? Well, if it is, stay out of that neighborhood. It’s a powerful reminder that what you thinkothers think about you is not necessarily true.
  1. Practice your responses to dreaded topics. We all have dreaded topics – questions you hope won’t be asked in a job interview.  They can kill your confidence. These topics might be gaps in employment, the perception you’re over-qualified, too young or too old. Tackle these topics head-on in an interview. They must be addressed, not avoided. And the clearer you are about what you’re going to say (practice), the better you will feel and the more confident you will be.

In your next job search, as a part of your preparation, take stock of how you feel about yourself. Get clear about your value in the work world, practice presenting yourself, and ask yourself: “Do I deserve a good job?”

If you have the slightest hesitation, do what it takes to change this mindset. As a confident person, you will present yourself in a markedly different way, leading to a much greater chance of getting the job you want.

Source: ColoradoBiz

Restaurant Hiring Questions to Ask your Applicants

Restaurant Hiring Questions to Ask your Applicants

by | Nov 30, 2015 | Business Toolkit, Management

 If you were to poll your neighborhood foodservice managers or restaurant owners and ask them what their biggest challenges are, you’ll likely find that hiring and keeping the best staff members is at the top of their list.

Turnover is high in the Food and Beverage industry, particularly for restaurants – averaging  66.3% annually, according to the National Restaurant Association – and all that turnover is expensive.The payroll cost standard is 30-35% of your restaurant’s total sales, according to Baker Tilly’s Restaurant Benchmarks. On top of that, training falls into the hands of not only your managers, but your strongest staff members as well, taking valuable time away from their own tasks.

While it may sound daunting, you’ll find that your money and time will be well spent when you can suss out the candidates who will reflect the culture of your establishment and who are dedicated to giving your guests a fantastic experience that keeps them coming back again and again.

So, how do you find someone that is worth the investment?

Get to the heart of your potential new hires by asking these questions during your restaurant hiring interviews:

1. Why do you want to work in the food and beverage industry? 

The best restaurant employees take pride in their ability to provide guests with a wonderful experience. Whether you’re hiring a server to handle a white-tablecloth dinner service or a line cook to make pizzas during a busy lunch rush, the desire to make people happy is a must!

Are your candidates having trouble coming up with an answer? Or are they excited to tell you why they want to be a part of this challenging industry? Hopefully, it’s the latter!

2. What does “hospitality” mean to you? 

The dictionary defines hospitality as “the friendly and generous reception and entertainment of guests, visitors, or strangers.” A great candidate will sum this up in their own words, giving you a warm and fuzzy feeling.

3. Tell me about your most memorable hospitality experience. 

Tack this on to question #2, and see how it connects. Do you feel the candidate is being genuine in their answer? Does the person go into great detail? This should give you insight into what type of service they feel they should provide to your guests. A thoughtful, detailed answer, be it a positive or negative experience, shows that you’re interviewing someone who will put a lot of thought into their job.

4. If a customer presents you with a coupon that clearly states “not valid with other offers,” and they try to use it with another offer, how would you handle that? 

It’s a given that the candidates probably don’t know the policy when it comes to special offers at your restaurant, and you may not even have offers in the first place! The “correct” answer lies in their reaction. Do they clam up, get nervous? Or do they stay calm and keep a smile on their face?

How they react to this question is a great indicator of how they’d react under pressure; if  a candidate can’t keep their cool here, how are they going to do so in the middle of a busy service, when the level of pressure is much higher?

5. What do you do when you’re not working? What are your hobbies? 

This is a great question, especially when hiring a server or bartender! The ability to build a relationship with guests throughout their experience can make the difference between a one-and-done guest or a loyal advocate for your establishment. Having interests outside of work is essential for making small talk, as well as maintaining a healthy work-life balance. Any of us who have worked in F&B can attest to how easy it is to burn out when your job is to make others happy!

6. Tell me about a conflict you’ve had to deal with involving your co-workers, and how you handled it. 

Much of the focus on hiring is on guest satisfaction, but being a team player, behind the scenes, is just as important. With this question, you can judge someone’s maturity level, and the ability to overcome difficult situations and hold themselves accountable for their relationships in a team setting. Patrons absolutely love to be taken care of by a staff that is clearly having fun and enjoying the time spent with their coworkers.

While the best answers to these questions will depend on your food business’s specific needs, they will certainly help you gain much better insight into a candidate that you won’t be able to get from a resume.

Source

Your Guide To Hiring Holiday and Seasonal Employees

Your Guide To Hiring Holiday and Seasonal Employees

by | Nov 20, 2015 | Business Toolkit, Management

For restaurant and hospitality businesses, the winter season means ramping up staff to handle the holiday rush. Hiring is hard in general, but when it’s the seasonal sort, things can go bad fast. So, we put together an easy guide that will help lighten the load.

Use prior year sales and current volume to plan ahead

To ensure a successful holiday season, carefully consider what your company’s needs will be in the weeks and months ahead.

Do this by comparing last year’s numbers to current data while taking into account growth and upcoming specials.

Start by reviewing your previous year’s traction prior to and throughout the winter months to give you a sort of baseline. Then compare it to the current year’s highlights that could impact your anticipated volume such as reservations, sales, events, social media presence, press, etc. Another aspect to take into account are any holiday promotions, events, and campaigns that may drive volume in the coming months.

Marry the data you gathered to plan ahead for potential gaps in coverage, departments, jobs, and days of week/times of day. This will then give you the information you need to successfully hire additional staff for the season.

Be diligent and detailed while hiring for the season

When managers, operators, and owners approach seasonal hiring as just a temporary adjustment, there is often little consideration given to the long-term effects this will have on the company, permanent employees, and customers. Although the positions and those filling them may indeed be temporary, making hiring decisions on the fly rarely works out well.

With coverage needs thoroughly identified, job descriptions and postings can be very specific and detailed in terms of the experience, qualifications, and skills required for each role you need to fill.

This helps to ensure that applicants are aware of your needs and if they are a match. This will inevitably lead to higher quality applicants thereby making it significantly easier on you and your hiring staff when making the final decisions.

When it comes time to actually hire, don’t be hasty in the decision. To be confident that your seasonal employees will only help your cause, not hurt it, get all the facts before making the call. As you would with permanent employees, check that their experience, skill-set, and personality are appropriate for the position and your company. It can be hard to do all this in the limited time you have to hire, so use all of the resources available to you.

Ensure fair treatment of seasonal talent

As the holidays approach and volume starts ramping up, it can be easy for both managers and long-term employees to get caught in the storm and lose sight of the fact that quality customer experiences are an outcome of employee experience, including those of seasonal employees. If seasonal hires are treated like machines and given little respect by superiors and coworkers, performance and profitability will suffer.

When employees are treated fairly, they can better focus on performing well on the job.

Avoid this by treating seasonal employees with the same care as their non-seasonal counterparts. To do so, cultivate a positive culture and implement the appropriate systems and solutions that acknowledge the importance respect in the workplace. This includes ensuring that permanent staff of all levels give the same support to seasonal employees as they would to each other, properly scheduling all staff as to allow for maintained work-life balance through the busy season, and being consistent in regard to managing the changes that come with the seasonal nature of the industry.

Think of the seasonal employee as a long-term investment

You’ve done all this great work in sourcing additional talent for the season, so don’t let it go to waste. Be deliberate about keeping in touch with your seasonal hires so that you can recruit them in following years, or, if the situation arises, you can hire them permanently in the future.

A great way to establish continued communication is by having an exit interview of sorts.

It doesn’t have to be formal, just a way to initiate a dialogue. Provide feedback on performance and ask for it in return. Inquire about their interests and potential availability in the future. If nothing else, it will reinforce the positive experience they had while working for you, which is the impression they’ll share with their communities and networks. It’s great press!